must also serve as company spokespeople by defending the company's actions when confronted by a regulatory agency or the media concerning the company's performance evaluations. On the other hand, no company by law is required to conduct performance reviews but they are done in order for employees to perform relatively to the company's standards. It was found that when done for these purposes, die-y help HR managers with merit-based compensation, promotion and layoff decisions. They also play a role in HR manager's decision for disciplinary actions or termination if the employee does not improve. Performance reviews were found to not to provide relative information because managers often put what they want because they don't want to fill them out, are too lazy to fill them out honestly, or find them too time consuming so just put meets on everything so when it comes time to take a specic action, HR is deemed to keep the employee because there is no substance or support in disciplining them. Managers only provide feedback when performance reviews come up; HR managers only get feedback at the end identifying employees who are in the wrong position or the wrong department; objective and goal data is available for review six months to a year. No HR decisions can be made based on real-time relevance for specific situation making them more instifiahle